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Questions: 1.What is Organisational change? Discuss why it is necessary for Contemporary Organisations to appreciate the scale and scope of the change they are facing. 2.Discuss some reasons why some Change Programs in Organisations fail, or under-achieve, on the intended goals and then illustrate with a Case example. Answer: 1.Organizational change Organizational change is a frequent activity in most of the company. It is referred to as the modification that an organization in its internal environment for carrying out some growth objective. Change in organization is different from other changes and affects everyone involved in the company or is a part of it in some way or the other. The change that the organization brings can be in its daily operations, organizational structure and other sections of the organization. Pattern of such change differs from organization to organization depending upon their structure and objectives to be carried out (Benn, Dunphy Griffiths, 2014). The change is implemented depending on the objective of the company and its future growth plan. Small organization takes up change management strategies in order to survive against its competitors. Change helps the companies to stay ahead of its competitors by adopting ways in which it can carry out cost effective operations. There are various new drivers that take place during change such as new technologies, increasing demand, better working conditions, government policy, economic conditions and others (KNOW, 2017). Some changes in organization take place due to government policies. With a change in government policy, an organization alters its operational plan for the upcoming period. Necessary for contemporary organization to appreciate change Contemporary organization is an organizational design, which is used in modern types of organization with hierarchical levels and various complex structures. Change in such types of organizational structure is important to keep a well-established structure and reduce complexities and problems. Such types of organization have a much flexible operational structure, which can be altered according to their objectives. Change can benefit such organization in many ways such as minimize resistance, increase engagement, improve performance, reduce cost and take up innovation. It is necessary for contemporary organization to reduce the amount of resistance or arguments that takes place in their organization due to complex structure. Thus, change helps them to minimize such arguments and maintain peace in their organization if taken in the right direction (KNOW, 2017). On the other hand, the structure of contemporary organization is complex, which increases issues in the internal environment. Planning the change in a way that can improve the areas giving poor performance can help such organization to increase its profit. Further, change should be initiated in contemporary organization as it helps in enhancing innovation in such companies, which is otherwise difficult to initiate (Benn, Dunphy Griffiths, 2014). This makes it necessary that contemporary organization to accelerate the rate of change. 2.Reasons for failure of change programs Carrying out change in the organization is necessary because of various reasons stated above. However, carrying out change strategy is not an easy task to do, as it is necessary to plan a change and include important credentials in it. In case the plan is not appropriate then the company has a huge chance to fail in it. There are various reasons due to which a change plans or implementation might fail for an organization. Some of the reasons are lack of managerial knowledge, lack of experience and practice, continuous conflicts within the organization and cultural differences. These issues arise in an organization, which leads to a failure in change programs (Hornstein, 2015). For example, suppose a manager in the organization has planned to bring a change in the organizational structure by dividing the employees in teams. However, while implementing the process it was seen that there was a conflict between the team members to work with each other. Manager planned to form teams inclu ding some efficient employees with some new employees. However, the conflict that was visible between employees did not make it possible for the manager t form the team as planned. Thus, the change plan remained under-achieved. Further Reasons There are various other reasons, which lead to failure of a change program. One of the major reasons usually seen in an organization is lack of buy-in from employees. This is because employees play a major role in a company and in formulation of a plan. They are the core players in the organization that helps them to achieve the goals. However, employers that relies and buy-in from their employees has often failed to achieve their goals due to various reasons such as lack of coordination, support from them (Anderson, 2016). For example, a manager decides to plan a change program in their operational department by implementing new machines. This will make the production process faster and cost effective. However, it was seen that the employees formed trade unions to protest the change in operational processes because they knew that they might lose their job with the implementation of modern machinery. Unions were formed and the production process was stopped so that the manager change s the decision. This forced the manager to change the decision and formulate different cost effective production process without hampering the employees. Thus, due to lack of support the change program in operational process proved to be a failure References Anderson, D. L. (2016).Organization development: The process of leading organizational change. Sage Publications. Benn, S., Dunphy, D., Griffiths, A. (2014).Organizational change for corporate sustainability. Routledge. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. doi.org/10.1016/j.ijproman.2014.08.005 KNOW, T. Y. N. T. (2017). Past, Present, Future of.